Before proceeding you should become familiar with the following information:
Temporary appointments are used to meet seasonal or peak workloads and specific short-term requirements. When a former staff member is rehired on a temporary appointment, a Reappointment Personnel Action must be completed.
The maximum number of accrued annual leave days that can be paid out upon separation from a temporary appointment is 18. However, when a Staff Member is reappointed less than 12 months after a separation, they are only entitled to payment of any accrued annual leave under the temporary appointment minus any balance paid out under the prior appointment up to the maximum of 18. For staff who are reappointed after one year of separation, prior payments would not be taken into consideration in the calculation of annual leave balance. This information should be communicated to the Staff Member during their induction.
Additional requirements for specific lengths of breaks need to be taken into account when processing a Reappointment PA. For example, a Staff Member who has separated from a fixed-term, permanent, or continuing appointment is ineligible for re-employment on a temporary appointment for a period of 31 days following a separation.
Furthermore, in Umoja, the reappointment of a retired Staff Member gives rise to a new type of Personnel Action (PA). In the case of Staff Members returning to service after they have been separated from the Organization through retirement, or who are claiming an early retirement pension benefit, a Reappointment after Retirement PA must be executed.
The employment of retirees under Temporary Appointment gives rise to very specific restrictions (regarding break-in service, earnings threshold and length of appointment) that must be observed when processing onboarding.
Finally, note that by application of rule 4.17 (b), since continuity of service is broken upon separation, in cases of reappointment, the new EOD date will be used for determination of eligibility to any entitlement or for application of any rule that requires a specific seniority.
These and other cases will be further discussed in the policy and procedural sections below. It is evident that reappointments require special care and knowledge of rules by the HR partner, who must closely examine the prior employment history to determine what type of Reappointment PA must be executed, whether or not a specific break is required and how this reappointment will affect the entitlements and seniority of the reappointed Staff Member.
The first step in the process is to ensure that the candidate has a valid Index Number. If you have not yet reviewed/requested an Index Number for the former Staff Member (see the procedures in the GID job aid below).
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